Everhour turns weekly hours into approved timesheets, while this page helps you calculate work hours cleanly.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
The calculator gives you the number — Everhour takes it from there.
One click and you're timing. Start a timer, add an entry, edit the details. This is exactly how it feels in Everhour.
Set a budget, assign rates, and get alerted before you're over.
Measurement
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Tracked hours flow straight into a polished invoice — no copy-paste, no manual math.
Use this page when you need a clear weekly total from daily work time. The practical output is a set of hours you can use for a timesheet, payroll review, client billing, or a project record. For U.S. employers, the key federal baseline is accuracy, not a mandated clock format.
Covered employers under the FLSA must keep accurate records for non-exempt workers. For employees covered by the FLSA minimum wage or overtime provisions, records must include hours worked each workday and total hours worked each workweek. A complete weekly total also supports billing and budget review when hours are tied to projects, clients, or tasks.
A useful work-hours record has the date, worker, start and stop times or entered duration, daily hours worked, weekly total, project or client, task notes, and billable status. For U.S. billing, rate and amount fields normally use U.S. dollars. For payroll review, keep the workweek fixed so totals do not drift across payroll periods.
The FLSA workweek is a fixed, regularly recurring period of seven consecutive 24-hour periods, or 168 hours. Hours may not be averaged across two or more workweeks for FLSA overtime purposes. That rule matters when a person works a heavy week followed by a light week, because the overtime check stays tied to each separate workweek.
The most common mistake is treating the weekly total as a loose running number instead of a record built from each workday. A clean total starts with daily hours worked, then groups those hours inside the correct workweek. That structure makes payroll review, invoice support, and later corrections easier to defend.
Another mistake is assuming weekend or holiday work automatically creates federal overtime. The FLSA does not require overtime premium pay solely for Saturday, Sunday, holiday, or regular rest-day work. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate, unless another law or agreement creates a different rule.
A one-week total is enough when you need a fast check, a simple internal note, or a single invoice backup. It works best when the hours are already known, the workweek is clear, and no one needs approval, audit history, or project-level reporting later.
A managed workflow fits recurring payroll, client billing, and team review. Tracked time can feed weekly timesheets, manager approval, project reports, and billing or payroll handoff. Everhour supports that workflow by collecting project hours and working hours, then letting managers approve, reject, partially approve, and lock submitted time.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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The relevant total is hours worked inside one fixed workweek. Under the FLSA, a workweek is seven consecutive 24-hour periods, and hours may not be averaged across two or more workweeks. Covered nonexempt employees must receive overtime pay for hours worked over 40 in a workweek at not less than one and one-half times the regular rate.
Yes. The FLSA requires covered employers to keep accurate records for non-exempt workers, but it does not require a specific time clock, form, app, or spreadsheet. The method must preserve the required information, including hours worked each workday and total hours worked each workweek for employees covered by the FLSA minimum wage or overtime provisions.
Weekend work counts toward the weekly total, but the FLSA does not require overtime premium pay solely because work happens on Saturday, Sunday, a holiday, or a regular rest day. The federal overtime baseline applies when covered nonexempt employees work over 40 hours in a workweek, unless state law, policy, or a contract adds another premium rule.
Employers must preserve payroll records for at least three years. Basic time and earnings records, including daily start and stop time cards or sheets, must be kept for at least two years. A practical system keeps weekly totals, daily details, edits, approvals, and related pay records retrievable for the required retention period.
A work-hours system contains personal information, so collection and retention need limits. U.S. businesses handling personal information must avoid unfair or deceptive practices under Section 5 of the FTC Act. FTC guidance says companies that keep sensitive personal information about customers or employees should collect only what they need, keep it safe, and dispose of it securely.
Everhour Timesheets collect weekly project hours and working hours by person so managers can review time before payroll, billing, or reporting. Team members submit time, and managers can approve, reject, partially approve, or lock entries when the record is ready.
Everhour Reporting turns logged time, budgets, costs, and project data into customizable reports. Teams can group and filter by project, client, member, task, billable time, labor costs, and date range, then download saved reports in CSV, Excel/XLSX, or PDF format.
Use Everhour Timesheets when weekly totals need review, correction, and locked approval before payroll or billing. Everhour gives teams a cleaner handoff from tracked hours to approved records.
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